Influential Effects between Positive HR Practices and Employee performance – Mediating Moderating Effects based on Work Engagement

The development of the knowledge economy society has made enterprises pay more attention to the subjectivity and initiative of ”people” in their human resource management practices, and the performance of employees is related to their level of work engagement. Therefore, this study is based on the impact of positive human resource practices on employee performance, and analyzes the mediating effect of work engagement through experimental data processing, scale design, and hypothesis testing. The results showed that: a) There is a significant positive correlation between positive human resource practices and employee performance, and the regression coefficients corresponding to work performance and relationship performance are both above 0.35 and 0.40. b) There is a significant correlation between positive human resource practices and work performance, and a significant correlation between positive human resource practices and work engagement. c) Work engagement plays a mediating role between positive human resource practices and work performance. Mastering the mediating effect of work engagement can effectively provide management insights for enterprises to promote human resource practices.